Kendra J.

The Venned Group

The Venned Group specializes in cultivating the next generation of leadership. Through high-touch, cohort-based training programs, we partner with senior leaders to develop their mid-level counterparts. Our unique approach ensures that tomorrow's leaders are equipped with the necessary skills to effectively guide their teams, influence peers, and communicate seamlessly with top-tier executives.

What sets The Venned Group apart is our laser focus on personalized cohort-based training. Unlike generic, one-size-fits-all programs, we understand that each organization has its unique DNA. Our programs and workshops are adaptable, ensuring that your leadership challenges are addressed head-on, resulting in sustainable growth and improved organizational dynamics.

Founder

Boardy

Connector

Orion's Reach

Orion’s Reach is a Not-for-Profit organization comprised of passionate volunteers dedicated to helping aspiring professionals acquire the skills and knowledge required to REACH their career goals.

At Orion’s Reach our approach to mentorship is different. Professionals are looking to learn from different perspectives in-order-to transform into someone who is ready to REACH for the stars. As a result, we match each Mentee with multiple Mentors based on desired skills they would like to learn as well as interests. With this approach, individuals can develop leadership and presenting skills at the same time from two different experts. Our approach also provides the opportunity for individuals to learn about a specific industry from multiple perspectives.

Advisory Board Member

Chase Hospitality Group

•	Started as Event Coordinator, promoted to Event Manager in March of 2016
•	Corresponded with the client on all details of event from décor to food and beverage pairing
•	Worked closely with the Executive Chef to create custom menus; includes costing and idea formation
•	Coordinated any necessary rentals with preferred suppliers
•	Accommodated client’s provided event budgets ranging from $500 to $30,000
•	Lead, grew and motivated event 'team leads'
•	Executed events from start to finish
•	Accommodated client’s provided event budgets ranging from $500 to $30,000

Event Manager

Donaleighs Irish Public House

Managing all Social Media platforms and organizing annual events such as the Annual Golf Tournament and Charity Calendar production process from start to finish.  Handle all reservations and aid with large party catering requests.

Social Media & Events Manager

I’m bringing real human connection back to the workplace.

You've likely heard this before, but I’m not just talking about it—I’m making it happen. Here’s how ⬇️:

Four ways I can help you:

-> Tailored soft skills-based workshops for global brands
-> Curated events that bring leaders together to connect on soft skills-focused topics (DM me to see if we're coming to a city near you soon!)
-> Global speaking engagements on the power of soft skills to enhance hard skills and maximize performance
-> Our S.P.A.R.K. Assessment & 1-1 coaching to optimize working styles & improve collaboration

Why do I do what I do?

I care deeply about human connection. In today's tech-saturated world, the lack of genuine interaction is destroying performance, well-being, and efficiency across teams. That’s why I’m on a mission to help organizations maximize their potential by leveraging their existing resources.

Do you think we'd have a good chat? Send me a DM!

If my dad knows I'm driving somewhere, he asks the same three questions.
Did you gas up the car?
Do you have your phone charger?
Will you text me when you get there?

In my 20s, it used to drive me nuts.
"I'm an ADULT, Dad. I know these things."
I'd answer with the exact tone that communicated...I've got this handled, you can stop now.

But he never stopped.
Gas. Charger. Text when you arrive.
Every single trip, into my 30's it's something I proactively update him on now.

It took me years to understand what he was actually saying.
He wasn't asking if I had gas in the car. 
He was saying, "I need to know you're safe."
He wasn't checking if I was competent. 
He was managing his own worry the only way he knew how.

In one of our past cohorts, a CEO and her team sat down to review their S.P.A.R.K. assessment results.

Her entire team rated her as a 'definite' collaborative style, every single person.
The assessment showed she was 100% flexible in her leadership style, meaning someone who could read her team and adjust in real time.

The room went quiet when they saw the gap between her intent and their experience.

Then she told her side of the story...

"I care so much about you. I don't want you to burn out. I'm just trying to catch things before you're drowning."

She wasn't micromanaging. 
She was adjusting constantly to make sure no one fell through the cracks.
But because she never named it, her care landed as control.

Gas. Charger. Text when you arrive.
Did you finish the report? Do you need help? Are you sure you're okay?

Care has its own language.
And when we don't translate it, people hear something else entirely.

Every week, I write about these patterns for middle managers and the senior leaders who support them, like how care gets mistranslated and what it costs when we don't name what we actually mean.

Newsletter in the comments.

P.S. Tomorrow's my dad's birthday. Gift ideas from (or for) the fathers out there?

Kendra Johnson

Canada’s leading soft skills expert | Creator of The S.P.A.R.K. Method™ | 1900+ managers upskilled | The Peak’s 2025 Emerging Leader | Get weekly tips👇

I turned 35 this week, so here are 35 reminders I've noted throughout this past year.

1. People really do want to help you. Get out of your own way and ask
2. Learning what you want and stating it gets you farther much faster
3. Highs and lows are part of business. The more people you talk to, the more normal it becomes
4. Your mindset makes or breaks your day. Choose it intentionally
5. What someone does is the most boring thing about them. Why they do it matters more
6. The world is big. Get outside your bubble often
7. Stop building for the fantasy workplace. Meet people in the actual chaos
8. Clarity about guardrails beats confidence coaching every time
9. A good mentor changes everything. Find one. Be one
10. Your worst moment probably taught you more than your best one
11. People talk a lot. Be the one that takes action
12. Burnout is a choice you make by not saying no
13. Ask for what you need. State what you want. Watch how fast things shift
14. Simple acronyms beat complex systems every single time
15. Dogs will always say hello. People won’t. Be more like dogs
16. If a situation happens more than once, that’s a lesson. It’s up to you to change the pattern
17. Sometimes you really do just need a hug from your mom
18. As much as you might not want to, getting a good sweat will fix you right up
19. Finding the right partner will change your life
20. Maintain your individuality and let your partner do the same
21. Don’t mistake ignorance for malice
22. Dress for the type of day you want to have, not the way you feel
23. Skincare is important
24. The gap between theory and reality is where actual business happens
25. One-size-fits-all anything is corporate theater
26. Transformation happens when someone takes the time to actually know you
27. Sometimes the best leadership move is stepping back
28. There is always a solution, you just have to be willing to think outside the box
29. Say thank you more often
30. Record the small moments, those are the ones you’ll hang on to
31. A day of rest doesn’t mean you’re not productive
32. Knowing where your time and energy are best spent is a superpower
33. You don't have to hang onto things that no longer serve you
34. Every day can be a fun adventure if you let it
35. Smiling can change your mood, especially when shared

And as Ricardo Ulises Hernandez Gomez added, last but not least, wear sunscreen. 

Which of these did you need to hear today?

Finding skilled talent is hard.
Integrating that talent successfully is harder.

The Toronto Region Board of Trade recognized this gap and decided to address it directly. 

They brought together 90 employers & PSI's all there with the same intention, to run strong WIL programs and develop skilled talent pipelines. 

I ran a workshop focused on what WIL actually looks like and how to create a successful process from employer onboarding through to providing feedback to students.

Here were some of the key takeaways from the room: 

1. Soft skills are the gap.
Students come in with strong technical abilities. 
What they lack is how to communicate. 
How to problem-solve. 
How to navigate a workplace. 
That's what employers actually need to train.
You're not just training on a task, you're training on a culture.
How you show up, how you handle mistakes, how you receive feedback. 
That's what gets transferred whether you know it or not.

2. Know your capacity before day one.
Who's taking the lead? 
What does success look like at the end? 
What will they actually learn?
Answer these ahead of time and the whole engagement changes.

3. Managers need to get good at feedback.
This is where most programs fall apart. 
Managers hesitate or they soften the message. 
They don't know how to be direct without discouraging. 
When you improve this skill in your full-time staff, your WIL success transforms.

This applies whether you're onboarding an intern or hiring a new manager. 
The fundamentals are the same. 
Intentionality, clarity & communication.

Thank you to my fellow presenters Derek Newton, Amanda Brown, Jason Fung Architect Inc., Peter Odle, Andrew Bieler, and everyone in that room who came ready to think differently.

A big thank you to Saad Usmani, Anahid Najafizadeh & Laura Tocker for putting on an incredibly valuable program! 

Conversations like this are what strengthen a region.

--------------------
At The Venned Group we partner with organizations to upskill managers who can set expectations clearly, give feedback that lands, and create cultures where people actually want to show up. 

If this is on your priorities list for 2026, send me a DM with the word Spark.

There's a line in Hamilton that's been stuck with me.

'Every action has an equal and opposite reaction.'

(Yes, it's a nod to Newton's third law of motion...but it's more memorable when sung)

I've seen that musical more times than I'll admit, and it's served as a constant reminder of how I'm showing up.

Over the years, I've become more and more aware of how my energy creates a response in those around me.

Ex. When I bring stress into a meeting, I feel stress reflected back.

If you're the leader, all eyes are on you.

Your team reads your energy before you even open your mouth.

I started asking myself three questions before every team meeting or client call:

1. What energy am I bringing? Clarity or chaos? Confidence or stress?

2. What do I want them to feel when we're done? Inspired? Clear? Confident? Name it, clearly.

3. Are my actions & my energy matching my words? Urgency & stress through a half-a**ed smile saying 'everything's fine' never lands well.

Many times, the reaction you're getting is information about what you're putting out there.

→ If you're facing resistance, consider how you're presenting ideas.
→ If there's confusion, check whether you're giving direction or just enthusiasm.
→ If there's disengagement, pulse check your energy first.

Self-awareness is never about being perfect OR (and let me be very clear) taking responsibility for everyone else's actions.

It's about recognizing when you're part of the dynamic, and choosing to show up differently.

This is your Monday morning reminder as you head into a fresh week to check how you're showing up. 

Your energy sets the tone. What an opportunity you have ahead of you!

This morning I was unwillingly thrust into someone else's feedback conversation.

I was at a coffee shop, noise-cancelling headphones on, minding my own business...but when you can still hear every word of a performance conversation from three tables away, you've become an involuntary witness to a trainwreck.

The recipient sat with shoulders hunched, eyes down, trapped in a public space while strangers absorbed every detail of her professional shortcomings. 

The manager had her feet crossed under her on the bench, casual and comfortable, seemingly unaware of the damage unfolding.

Sentence after sentence, the same hedging pattern, "I'm not saying YOU do this, but just so you know..." Which of course means you absolutely do this, but I'm too uncomfortable to say it directly. 

Then came the gossip about someone else on the team. The unspoken message of, I'm on your side, we both know Sarah is the real problem here.

Most managers have never been taught that feedback starts with reflection, not delivery. 
What's your intent? 
What outcome are you trying to create? 
What environment supports that outcome? 

Skip this, and you end up hedging, gossiping, and performing care while your team member walks away confused about what actually needs to change.

A few takeaways:
→ Spatial awareness & etiquette matter as much as self-awareness. 
→ Difficult conversations belong in private rooms, not public stages. 
→ And direct, specific, depersonalized feedback isn't unkind, it's the kindest thing you can do.

The leaders I work with are often shocked to discover they've been "giving feedback" for years without ever actually giving it. 

Our S.P.A.R.K. framework starts with that reflection piece because without it, you get frameworks paired with coffee shop disasters.

How much clarity & progress is your team losing to feedback that never actually lands?
-----
Ps. This conversation didn't take place at Wallace Espresso as the photo suggests, but it IS one of my favourite places in the city for coffee & their seasonal London Nog.

You hired someone, gave them a role description, walked them through their responsibilities and by three weeks in, you're already frustrated...

They're not getting it.
Except what is "it"?

You told them what to do. 
You might have even told them how. 
But did you tell them what doing it well looks like in your specific environment? 

With your pace, your culture, your unspoken rules about what matters most when everything's on fire?
Probably not...

And now you're sitting with the disappointment, you engineered yourself.

This is the gap that kills placements, tanks new hires, and makes leaders assume they have a people problem when they actually have a clarity problem.

You can't course correct something you haven't defined. 
You can't praise progress toward a standard that only exists in your head.

In our S.P.A.R.K. Leadership Program, this is where we start. 

Not with 'how to provide difficult feedback' right away.
Not with simply naming expectations (any leader can do that). 
We dig into defining what measuring those expectations actually looks like. 

Building the criteria that turn "figure it out" into "here's what success is."

It's difficult work, especially for middle managers trying to translate senior leadership's vision into measurable criteria they can actually enforce. 

When they get this clarity right, their conversations become remarkably simpler. They finally have language for what they've been trying to articulate and an objective lens for performance.

The disappointment you keep running into is fixable. 
It just requires you to clarify the target before you ask someone to hit it.

Give your team the gift of clarity, this holiday season...send me a DM to see which of our solutions best suits your teams needs!

Culture Mindful

Selected top 10 startups of the Zone Innovation Challenge held by Brampton Venture Zone Incubator. We are incubated at the Brampton Venture Zone Innovation Incubator housed under the Toronto Metropolitan University. 

Did you know that the Canadian National Standard for Psychological Health & Safety at work has identified Organizational Culture as one of 13 factors impacting worker psychological health & wellness?

The famous quote “Culture eats strategy for breakfast” by Peter Drucker many years ago put a spotlight on the importance of workplace culture. Since then with the evolution of workplaces, the data from reports such as “Mind the Workplace” by Mental Health America and The “High Cost of Toxic Culture” by SHRM reveals now that - Culture eats "more than" strategy for breakfast.©

Culture Mindful is a future-of-work Software-as-a Service innovation designed and backed by neuroscience to boost workforce engagement, development, and mental well-being. 

We are now inviting pioneer mindset, innovation inclined, and culture first leaders to partner with us and join our early adopter program. I invite you to join us on our journey of innovation to pioneer the future of work employer experience. 


—

Are you a thought leader, trusted advisor, consultant in the space of workplace culture? We love building win win win partnerships. (Yes 3 wins :) ). We welcome conversations for strategic partnerships and collaboration opportunities.

—

Our grounding and guiding values: 

Tuned In | All Inclusive | All In | Always Listening | Always Coaching 

—

Contact me to learn more through LinkedIn direct messaging or at brad@culturemindful.com

—

Founder / Managing Director

Brampton Venture Zone by TMU

Selected top 10 startups of the Zone Innovation Challenge - Workforce Development, Mental Health & Wellness Solutions - Health Sciences Stream

Received admission into the venture innovation incubation program. 

Program curriculum covered Innovation Development & Management, Research & Development, Venture Finance Management, Product Development & Marketing, Strategic Sales, Human Capital Strategy and Partnership Development.

Cohort Member

Office Coffee Solutions

Responsible for:
- New Business Development
- CX/EX Strategy
- Strategic Partnerships 
- Field Operations including Technical In house and field Services.
- Supported the organizations M&A at the leadership and felid level

Took on this challenge to learn about workplace culture through the lens of coffee. I learnt more about Organizational Culture in this role than I ever thought I would.

Director Strategic Partnerships

FirstService Residential Ontario

FirstService Residential Ontario, Greater Toronto’s leading residential condominium property management company, delivers full-service integrated condominium property management services customized to your communities needs. 

FirstService Residential Ontario is a subsidiary of FirstService Residential with HQ in Miami Florida, the largest manager of residential communities in North America managing more than 6,000 communities.

- Responsible for leading the full sales cycle RFP process for new clients and supporting the property management solution; staffing, technology, accounting and the solution implementation process
- Worked as part of the leadership team, leading and collaborating with multiple internal teams (Property Management, Property Services, Transition Services Team, Accounting & Finance, Technology, Marketing and HR) and subject matter experts to put together and present management solutions to clients 
- Managed, tracked and reported on opportunities status and relevant information in Microsoft Dynamics CRM system
- Represented the company at industry events such as trade shows and educational seminars 
- Supported social media and marketing initiatives

Community Development Manager, Ontario - Leadership Team

Robert Half

Accountemps, a division of Robert Half, is the world's first and largest specialized temporary staffing company for accounting, finance and bookkeeping professionals. Accountemps provides support throughout an accounting department. 

Conducted Talent Acquisition & Staffing for the following roles:
Accounting Managers - Bookkeepers - Budget Analysts - Cost Accountants - Credit Managers - Financial Analysts - Payroll Professionals - Staff and Senior Accountants - CAs/CGAs - CPAs/CMAs - Tax Accountants - Tax and Audit Support - Billings and Collections - A/P & A/R Specialists

Built relationships with leadership of Accounting, Finance and HR departments of companies to be their strategic staffing partner for accounting and finance professionals.

Staffing Manager

Dean Group

Strategic talent acquisition for all levels of roles within the construction, property management and real estate industry.
Conducted talent mapping and strategic searches for hard to fill roles. 

Recruited for the following roles:
C-Level - Director to VP Level
Project engineers & technical 
Sales and marketing
Accounting and finance
Administrative and legal
Project management
Estimators
Property management
Human Resources

Recruiter / Strategic Talent Accquisition - Real Estate, Construction & Property Management Division

Scorpion International FZ LLC

Talent Acquisition and Training:
• Lead a team of staffing managers and an office administration team
• Developed and implemented recruitment strategy and candidate experience standards for brand ambassadors and retail staff for various retail product activations, experiential marketing campaigns, exhibitions and events
• Spearheaded recruitment and talent acquisition efforts, conducted interviews, and employee on boarding.
• Developed and conducted sales and customer service training and orientation work shops.
• Developed and conducted project management training for direct reports and internal office staff.

Sales and Business Development:
• Led business development playbook and team of 4 staffing managers
• Manage and guide RFP process to acquire new clients

Account and Project Management - Experiential Marketing Programs:
• Established and developed strong client relations 
• Prepare strategy, cost estimates and deliver presentations for RFP’s 
• Led vendor teams to design, plan and execute multiple events and experiential marketing campaigns
• Supervised and managed all project documentation such as SOW, supplier invoices etc.
• Planned and presented vital event design aspects such as venue selection plan, registration process, event flow, entertainment, operations and logistics, catering and production
• Liaise with cross function teams for production of various program elements

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Kendra J.

☀️Brad Kewalramani, B.Eng

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The Battle

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☀️Brad Kewalramani, B.Eng

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Likes

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